The prime responsibility for managing and implementing diversity and equal opportunity at workplace is the major responsibility of the employer. Managing diversity is linked with Human resource management practices in order to recognise its importance and help in addressing the issue of inequality prevailing within business environment (Wilson, 1999). Managing diversity on the other hand embraces methods, approaches, practices and policies at a level that goes beyond and within an organisation. According to Huxham & Vangen (2013), business case for managing equality and workplace diversity must recognise the complexity and relationship between the organisations. Thus, the socio-economic dimension is vital for understanding the communication of range of interests and how managing diversity can improve organisational efficiency (Bratton & Gold, 2012, pp 56). As mention by Cornelius (2002), businesses that are responsible for embracing equal opportunity and diversity with the workplace often receives positive public image. Differences between Equal Opportunities and Managing Diversity at Work Equality Providing equal opportunity is related to treating every individual fairly and at one level without any biasness (Lorence, 1990, pp 12-34). This also relates to the phenomena of creating such working environment that motivates and values diversity and encourages dignity. For (Huxham & Vangen, 2013, pp 45-89), creating equal opportunity often reflects on ensuring and